Senior Workforce Strategy Specialist

Boeing•Berkeley, MO

8d•$146,200 - $211,600•Hybrid

About The Position

The Senior Workforce Strategy Specialist is the connective tissue between organizational data and strategic decision-making in support of the Information Digital Technology & Security (IDT&S) People & Culture strategy, which centers on our most critical asset: the people who enable our organization to run and deliver on our strategy successfully. This role owns adaptive workforce planning, headcount forecasting, and the analytics infrastructure that enables the Workforce Strategy & Programs team to operate with credibility and precision across IDT&S. The Workforce Strategy Specialist provides strategic guidance to staffing planners, who are responsible for the Strategic Workforce Planning (SWP) data entry and on-the-ground workforce intelligence within their respective organizations. The role translates workforce data into forward-looking narratives that inform leadership hiring decisions, aligns workforce plans to strategy initiative timing, long-range business plan cycles, and advances the organization’s move toward skills-based workforce planning. This role partners directly with senior leaders, Human Resources (HR) and Finance business partners to ensure workforce investments are grounded in data and aligned to business priorities. This position is about ensuring we have the right people, with the right skills and values, in the right roles at the right time.

Requirements

10+ years of experience in workforce planning, HR analytics, people operations, or a related field
5+ years of executing strategic workforce planning strategies
3+ years of experience using a Strategic Workforce Planning tool such as Workday Adaptive Planning, Anaplan or similar
3+ experience do you have in Business Intelligence/data analytics tools (Microsoft Power BI, Dashboards, SQL, Tableau, etc.)
3+ years of experience in one or more HR business domain platforms, technologies, associated integrations/ interfaces and production support (i.e. HRIS/HRMS, Workday, Learning & Development systems, People Reporting & Analytics, etc.)
3+ years of experience analyzing data to extract insights for strategic decision-making and planning
3+ years of experience in a role that required the ability to structure ambiguous business data into meaningful, insightful information

Nice To Haves

Experience supporting a large technology and security organization
Experience with skills-based workforce planning or workforce transformation programs
Experience with large-scale transformation initiatives
Experience in consulting, strategy, or program management
Experience with job architecture and skills taxonomy design
Experience with scenario planning or adaptive planning methodologies
Experience with organization design or headcount governance processes
Experience with strong written and verbal communication
Experience in presenting complex data clearly to non-technical stakeholders
Experience partnering with Finance and HR teams to perform labor cost analysis and financial planning, ensuring workforce investments align with budget cycles and organizational priorities
Experience leading and partnering with cross-functional teams, involving key stakeholder relationship management

Responsibilities

Lead workforce planning analytics and reporting by developing dashboards and data insights, visualizations, and executive-summary information on headcount, attrition, open roles, internal mobility, and early career program outcomes (e.g., interns and Career Foundational rotational program), enabling leadership to understand talent pipeline health and development opportunities
Own and continuously improve the SWP model and supporting tools, including headcount forecasting, scenario planning, and supply/demand analysis across IDT&S
Establish and enforce data governance standards and review processes to ensure data quality, consistency, and integrity across divisions and planning processes
Provide strategic guidance to staffing planners, enabling them to perform SWP data entry and workforce intelligence activities with a clear understanding of long-term organizational goals
Analyze workforce trends and translate findings into actionable recommendations related to skills gaps, attrition patterns, pipeline health, and workforce investments to inform leadership decisions
Partner with HR, Finance and business leaders to align workforce plans with budget cycles, organizational changes, and initiative timing, ensuring end-to-end forecasting accuracy
Maintain and evolve the IDT&S skills taxonomy in alignment with the technical strategic skills framework and the evolving job family architecture, tracking proficiency across priority technical domains, updating coverage data as assessments are completed, and surfacing emerging skill gaps
Build and maintain the data infrastructure and tools needed to support scalable, reliable workforce planning and reporting